Director, Transformation Integration and Adaptation

Heifer International

8d

About The Position

Heifer International is seeking a Director, Transformation Integration and Adaptation to help connect and advance its organization-wide transformation into an agile, adaptive, farmer-centered, locally led, and globally connected network organization. Reporting to the Transformation Steward (Executive Transformation Officer), the role develops a whole-system view with Country Teams, Catalysts, and people closest to the work, then shares insights and support back with them.

The role does not own transformation activities or manage them in the traditional project-management sense. Instead, it creates connective mechanisms that let distributed transformation work function as one system while preserving ownership across teams, networks, ecosystems, functions, and stewardship bodies. The role integrates work across the Program Model, Operating Model, Business Model, culture, governance, experimentation, and activation; identifies interdependencies and organizational capacity; supports sequencing and decision-making; and translates evidence and learning into adaptation.

The Director maintains an integrated, evidence-informed picture of progress, risks, dependencies, readiness, and organizational load. The role works with transformation capabilities and leaders to make choices and implications visible to appropriate decision-makers, support responsible activation, and build Heifer’s internal capacity to integrate transformation without dependence on a central team or individual. The position is global, has a flexible base location, and requires international travel of up to 30%, including travel to the Little Rock, Arkansas head office and countries where Heifer operates.

Requirements

• Bachelor’s degree in Organizational Development, Organizational Psychology, Business Administration, Management, Social Sciences, International Development, or a related field, or an equivalent combination of education and relevant professional experience.
• At least 10 years of experience in organizational transformation, strategy execution, organizational advancement, adaptability, operating-model work, or comparable enterprise change.
• Exceptional systems thinking and synthesis skills, including the ability to make complex interdependencies understandable.
• Strong executive judgment and ability to influence without positional authority.
• Experience in project management, integrating portfolios of interdependent initiatives, and managing organizational capacity and sequencing.
• Strong facilitation, sensing, and adaptive-learning capability, including the ability to listen for information beyond formal reports.
• Ability to translate evidence into clear implications, choices, and action.
• Comfort working across cultures, countries, and functions in ambiguous or evolving environments.
• Experience working with senior leaders in global, multicultural, and distributed organizational environments.
• Ability and willingness to travel internationally up to 30%.

Nice To Haves

• Experience with or in a networked or regenerative organization; familiarity with living-system principles.
• Proficiency in other languages.

Responsibilities

• Maintain an integrated transformation architecture and whole-system view across the Program Model, Operating Model, Business Model, culture, governance, experimentation, and activation.
• Connect initiatives, capability groups, experiments, decisions, resources, and interdependencies across the transformation.
• Surface contradictions, duplications, gaps, competing signals, and unintended consequences across the transformation portfolio.
• Coordinate with the Transformation Steward, Transformation Stewardship Committee, and capability leads to strengthen coherence without taking ownership of their work.
• Maintain a practical transformation roadmap covering priorities, major decisions, experiments, capability-building work, dependencies, communications, and activation milestones.
• Assess sequencing and organizational capacity, identify when work should accelerate, pause, combine, or be retimed, and facilitate evidence-based decision-making with recommendations.
• Help prevent simultaneous transformation initiatives from overwhelming teams or competing for attention.
• Connect design choices with conditions for responsible activation and coordinate transformation activation activities.
• Establish rhythms and mechanisms for sensing progress, readiness, tensions, divergence, and unintended effects across the organization.
• Work with Learning & Experimentation Catalysts to synthesize evidence and feed learning into design, governance, and activation.
• Identify patterns across countries, networks, ecosystems, and functions and connect them to transformation design, governance, and activation.
• Turn learning into adaptation and decision-making rather than documentation alone.
• Develop meaningful indicators of movement in operating logic, capability, agency, behavior, coherence, and activation.
• Maintain an integrated picture of progress and provide concise synthesis to the Transformation Steward, Committee, and TSC.
• Track key transformation decisions, assumptions, open questions, and dependencies.
• Use evidence to inform organizational readiness, prioritization, resource deployment, experimentation, and adaptation.
• Frame enterprise decisions by making choices, evidence, implications, interdependencies, and risks visible to the appropriate stewardship body.
• Distinguish matters requiring enterprise-level stewardship from those that should remain distributed to capabilities, networks, ecosystems, or country nodes.
• Coordinate decision follow-through and make implications visible across the transformation system.
• Connect transformation capabilities, including Learning & Experimentation, Human Potential & Culture, Governance & Operating-System Design, Facilitation & Narrative, and Communications.
• Create common rhythms, information flows, and integration practices while preserving distributed ownership.
• Build internal integration capability so Heifer becomes less dependent on any one individual or central team to hold the transformation together.

Benefits

• Competitive, locally relevant benefits tailored to each country’s context.
• Total Rewards package designed to support diverse employee needs and promote long-term engagement.
• Reasonable adjustments for any stage of the recruitment process upon request.

What This Job Offers

• Job Type: Full-time
• Career Level: Director